Code of conduct and the handling of reports.
The organization works to clear standards of professional conduct and maintains a formal process for receiving and handling complaints and reports, from internal and external parties alike.
Scope and standards
The HÆ code of conduct applies to everyone who acts on behalf of the organization — including board members, the Executive Director, staff, volunteers, and members of the advisory council. The code sets out rules on independence, the handling of conflicts of interest, data handling, professional conduct, and transparency requirements.
Core standards:
- Independence — The organization does not accept contributions that could compromise its independence.
- Objectivity and facts — Public statements must always rest on verified data and sources.
- Children's interests first — The welfare and interests of children and young people always guide the work, ahead of the interests of government or institutions.
- Conflicts of interest — Potential conflicts of interest must be disclosed before decisions are made.
- Professional conduct — Behavior must be marked by respect and professionalism, regardless of substantive disagreement.
- Confidentiality — The strictest confidentiality applies to the handling and processing of personal data and sensitive material.
The full code of conduct is available here: HÆ Code of conduct — A2.5 (PDF in Icelandic).
Suggestions and comments regarding the code of conduct can be sent to
abendingar@
Receiving and handling complaints and reports
If a person connected to HÆ is accused of breaching the code of conduct or of unprofessional behavior, reports and complaints are handled according to the following process:
1. Submitting a report
Reports should be sent to abendingar@
Reports may be submitted by name or anonymously. Note that anonymous reports can carry limitations for the handling of the matter, but they are always taken up for formal review.
2. Confirmation of receipt
Receipt is confirmed within five working days, together with information about the intended handling. Where a report is submitted anonymously, receipt is not confirmed directly, but outcomes are reported publicly where appropriate.
3. Investigation and review
The board, or a dedicated subcommittee, takes the matter up for formal review. Where appropriate, independent outside advisors (e.g. lawyers) are brought in for substantial matters or matters concerning sitting board members. The person concerned is guaranteed an opportunity to present their side.
4. Conclusion
Once handling is complete, the conclusion is communicated to the reporter, provided they are known. Where the matter concerns the code of conduct, an anonymized summary is published in the annual report. Confirmed breaches can lead to a reprimand, changes to procedures, removal from a position of trust, or a formal notification to the relevant authorities, depending on the severity of the breach.
The process is described in more detail in the following document: Complaint and appeal process — A2.6 (PDF in Icelandic).
Protection of whistleblowers and reporters
The organization protects those who share information in good faith. Such reports will under no circumstances lead to negative consequences, such as termination of employment or removal from positions of trust. If a reporter is subjected to retaliation, that is treated as a separate breach of the organization's rules and handled accordingly.
Depending on the nature of the matter, reports can be referred to public bodies — to Persónuvernd (the Icelandic Data Protection Authority) where the matter concerns the processing of personal data, or to the Ombudsman for Children (umboðsmaður barna) where the matter concerns the interests or welfare of children.